Mentoring Program

Launched in 2017, the Mentoring Programme connects Audiologists and Speech Language Pathologists Mentors who have specific skills and knowledge with Mentees who need support to develop the same skills for their career and personal development. We hope to help all MASH members in achieving their best clinical and management potential. This programme is only applicable to currently registered association members. The mentoring programme is only available to registered audiologists and speech-language therapists who are MASH members.

Who can benefit from this programme? 

• Mentees 
  •  A mentee is anyone who would like to have a sounding board as they:
    • Embark into working in the field
    • Embark into New projects
    • Re-evaluate service provision
    • Re-evaluate their own skills and goals and concerns
    • Discuss care and management
  • The mentee is to understand that it is their responsibility to be in touch with their mentor at any mutually agreed times to touch base. The recommended mentoring period is 12 months. Mentee who wish to end the mentorship prior to the stipulated mentoring period should notify MASH.
  • A list of mentors is made available here so you are best able to make your choice. Contact details of the mentor will be provided on agreement of the mentor to take the mentee on.

• Mentors
  A mentor is anyone who realizes the value of passing on their experiences so the larger community in Malaysia can benefit from this background support can and should extend their services as a mentor. The mentor plays an important part in helping to upkeep the quality of our profession for the current and future generations.
  
  Each mentor should have at least 5 years of clinical practice and is recommended to only take one or 2 clinicians at each given time, till the mentor relationship ceases.
  
  Mentoring relationships can take place face to face or on the phone or other avenues such as Zoom.

Who are the Mentors? 

List of mentors
Our mentors are volunteer MASH members who are willing to provide guidance to their designated mentees. Contact details of the mentor will be provided on agreement of the mentor to take the mentee on.

The mentoring process The Mentoring Programme
All MASH members are very valued and are invited to select with care their areas of mentoring (for mentors) or areas that they’d like to be supported (for mentees). These include (but not restricted to) the following:

Clinical areas of audiology
Paediatric Testing
Adult Testing
Peadiatric Fitting
Adult Fitting
Auditory Processing Disorders
Balance disorders
Tinnitus
Noise Induced Hearing Loss
Audio Education Intervention
Aural Rehabilitation
Others

Clinical areas of speech language pathology

Paediatric Language
Adult Speech & Language
Voice
Fluency
Hearing Impairment
Speech Motor Disorders
Cleft & Craniofacial Health
Head and Neck Health Issues
AAC as a communication tool
Adult Swallowing
Paediatric Feeding
Autism and Social Communication Impairments
Speech Sound Disorders
Stammering & Dysfluency
Others

Other areas for both speech language pathology and audiology

Teaching & Presenting
Web presence and online Speech Therapy
Research
Professional writing
Administration & Management
Event Planning & Management
Establishing a practice
Counselling and Care

Mentoring vs Supervision

Mentoring is different from supervision. If it appears that the mentee needs a supervisor, it is best to consult the management at your workplace to have this available to you.
These are the core differences between a Mentor Relationship and a Supervisory Relationship.

Mentoring	Supervision
Voluntary on both parts of the relationship.	Usually a requirement in the workplace
Temporary, to meet a need. In the MASH programme, the relationship may last 6 months- 1 year and can be renewed as needed.	Usually for an established duration within the time of an employment
Equality in the relationship, paired based on need	There is an inherent power imbalance. The supervisor is usually of a higher position at the work place and has the responsibility to evaluate performance.
A non-evaluative relationship based on trust, mutual concern for sharing and development	May be linked to a performance appraisal and recommendations given are vital and includes specific discussions for change including disciplinary discussions
Aims for the mentee to think and work things out better	Aims for the employee to work better. The main focus is on developing clinical competency
Broader supportive discussions and both parties many not be located at the same place	Focuses more on the current job or caseload at the workplace
Mutual accountable and collaborative relationship	Relationship may be more informational and skill-based

If it appears that the mentee needs a supervisor, it is best to consult the management at your workplace to have this available to you.

Meet the Mentoring Programme Leaders

Any enquiries, please contact us at thesecretarymash@gmail.com